How do you actually interact with Gen Z expertise?

As a part of Bullhorn’s 2024 GRID Expertise Developments Report, we surveyed practically 2,500 individuals who have labored with staffing companies within the final 5 years on their attitudes on the recruitment course of, working with staffing companies, the usage of AI in hiring, and extra. A few of their variations in opinion various throughout generational strains – and in stunning methods. 

Youthful candidates want extra deliberate engagement and help

Gen Z candidates are much less more likely to work with recruiters, much less loyal to staffing companies, and extra more likely to be overwhelmed by the method. This will merely be as a result of they’re newer to the working world, however it could even be as a result of they must be engaged and supported otherwise than the generations earlier than them.

For instance, when candidates who have been dissatisfied with their recruitment expertise have been requested the place the method broke down, 46% of Gen Z candidates have been unclear on the steps to comply with to use to jobs and 39% felt there wasn’t sufficient communication within the interview course of. In contrast, the highest causes for dissatisfaction amongst Gen X and Millennial candidates associated to the appliance course of being too lengthy and the interview course of being too gradual. Corporations trying to interact Gen Z candidates might have to consider methods to higher map out recruitment processes and help them each step of the best way.

Gen Z is the least more likely to work with staffing companies

Solely 34% of Gen Z candidates select to work with staffing companies as they search for jobs, versus 43% of Millennials and 56% of Gen X candidates. This will mirror their profession stage, or it could be that older candidates are much less snug with on-line recruitment assets. But it surely does supply a chance to have interaction the remaining two-thirds of youthful expertise by advertising and marketing recruitment providers to them in methods and channels that particularly goal them. 

Like their older counterparts, Gen Z candidates rank discovering the correct job and quicker placement as their high priorities. These expectations present a chance for recruiters to show their worth in contrast with on-line job boards or gig platforms. And delivering a wonderful recruitment expertise may imply protecting proficient, younger candidates in your database for actually many years.

Communication and pace drive candidate loyalty for all generations

Candidate loyalty will increase with age, with Gen X staff being the most certainly to proceed working with their present staffing agency. 

These numbers aren’t unhealthy, however there are a variety of straightforward levers to drag to drive up the variety of candidates who would hold working along with your agency — and the excellent news is that they’re all properly inside your management.

For Gen Z, the largest increase comes when staffing companies supply reskilling or upskilling applications they usually take benefit — 83% of those candidates would hold working with the identical agency. And speaking greater than as soon as per week drives Gen Z loyalty as much as 82%.

Millennials additionally reply properly to communication greater than as soon as per week and reskilling applications, with 89% candidate loyalty for every. However in addition they actually worth redeployment efforts, with 87% loyalty amongst candidates who stated their recruiters reached out with potential new assignments earlier than their final one had ended.

Gen X candidates noticed the largest leaps in loyalty in response to recruiter actions in numerous areas. 93% would proceed working with a staffing agency after they obtain communication greater than as soon as per week, 90% if they’re provided new assignments earlier than the final one has ended, 86% if onboarding is automated, and 87% if they’re glad with job match. 

The message is evident: candidates need frequent communication, the chance to boost their careers, and simple processes. Gen Z might supply the best alternative for candidate engagement as they begin on the lowest baseline for loyalty to their agency.

Consolation with AI really will increase with age

Older candidates usually tend to know that their recruiters are utilizing AI-powered instruments and brokers of their job search, and they’re very prepared to make the most of these instruments if it will get them in the correct jobs, quicker.

84% of Gen X candidates are prepared to work with an AI-powered recruiting assistant if it hurries up the method — versus 82% of Millennials and 79% of Gen Z. And so they report that they’re already seeing the worth of AI of their recruitment experiences. Once more, this will increase with age.

Throughout the board, consolation with AI in recruiting rises with age — excellent news since AI is more likely to be the only best technique to ship the location pace and course of optimization that candidates need.

General, the survey responses present that Gen X candidates particularly are prepared to make use of no matter instrument will get them positioned quicker and extra precisely. For each Gen X and Millennials, the highest priorities are delivering worth and offering what they want. Apparently, Gen Z candidates, though nonetheless largely snug with AI, are extra hesitant than older candidates. Maybe rising up with so many on-line instruments has made them cautious — or maybe it means they’ve greater requirements for what AI wants to supply so as to ship actual worth. 

Both means, the companies that take into consideration these generational variations as they work with candidates, and particularly as they deploy extra AI-powered instruments and brokers, are those that stand to achieve the best aggressive benefit.

Be taught extra about AI-powered recruiting by visiting bullhorn.com/ai.